Catalyst Leans In: Our Perspective

Women aspire to lead, but gender biases, often unintentionally embedded in talent management systems, exclude those who don’t fit the traditional male leadership model, making advancement for women more difficult. For women who lean in to be successful, organizations must lean in and meet them half way. Everyone will benefit.

Having a mentor before starting a first post-MBA job results in greater compensation and a higher-level position—but the payoff is greater for men than for women. Mentors continue to impact careers over time, but men’s mentors are more senior, which results in more promotions and greater compensation. Sponsorship counts! See: Mentoring: Necessary But Insufficient for Advancement

Women aspire to be CEOs in equal proportions as men. But women—to a much greater extent than men—run up against barriers, namely exclusion from informal networks, stereotyping, and a lack of role models. See: Women and Men in U.S. Corporate Leadership

Among MBA grads who aspired to be CEO or senior executives, women progressed more slowly than men. And parenthood, industry, and previous experience didn't explain the gender gap. Leadership and pay gaps balloon over time, suggesting that the problem lies with the system, not the women. See: Pipeline's Broken Promise